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The paradox of today's economy is this: Even as unemployment rates linger near levels unseen in a generation, top talent is hard to come by. Anyone who is involved in a hiring function is already aware of this. And in a talent market where it is difficult to find top performers through external recruiting, more organizations are moving to develop internal talent programs to close the existing knowledge and skills gaps. But developing internal talent is no guarantee that the pool of talent will be deep enough when it is needed most. Consider the story of two companies: The paradox of today's economy is this: Even as unemployment rates linger near levels unseen in a generation, top talent is hard to come by. Anyone who is involved in a hiring function is already aware of this. And in a talent market where it is difficult to find top performers through external recruiting, more organizations are moving to develop internal talent programs to close the existing knowledge and skills gaps. But developing internal talent is no guarantee that the pool of talent will be deep enough when it is needed most. Consider the story of two companies: When considering candidates lead a major project worth $500 million, this company realizes it doesn't have a reliable way to find the right talent in the company.

Because while your recruitment needs may be vastly different from every other business, you still do have recruitment needs. And whether you are concerned with getting less application drop-off, building a stronger employment brand, delving into the world of social media, providing more training opportunities for your employees, or a myriad of other challenges, CareerBuilder's team of experts can help you isolate and tackle the specific areas of concern in your recruitment process and move forward to meet your next challenge with confidence and ease. RecRuitment doesn't end with a job offeR. It begins from the moment your business defines its candidate audience, and continues long after an employee leaves your company. CareerBuilder's Ultimate Recruitment Guide e-Book is a definitive how-to-hire guide compiled by our team of business experts. It's stocked with the latest hiring tips and advice � and designed to equip you with the necessary information to make the smartest hiring decisions and hire the best people onto your team. You may know CareerBuilder� as the nation's largest job board, yet we have evolved to be so much more. We are now the global leader in human capital solutions, helping companies of all sizes leverage technology and data to target, engage and attract current and future employees.

In todayâ€™s down economy, employee retention and development may be the last thing on your company leadersâ€™ minds. Fearful of the future, they feel reluctant to add more staff even if they have the work, while your employees, also fearful, are hanging onto their jobs. You may have experienced, even, that your training budget has been reduced so that the company can fund more seemingl urgent areas.

Because while your recruitment needs may be vastly different from every other business, you still do have recruitment needs. And whether you are concerned with getting less application drop-off, building a stronger employment brand, delving into the world of social media, providing more training opportunities for your employees, or a myriad of other challenges, CareerBuilder's team of experts can help you isolate and tackle the specific areas of concern in your recruitment process and move forward to meet your next challenge with confidence and ease. RecRuitment doesn't end with a job offeR. It begins from the moment your business defines its candidate audience, and continues long after an employee leaves your company. CareerBuilder's Ultimate Recruitment Guide e-Book is a definitive how-to-hire guide compiled by our team of business experts. It's stocked with the latest hiring tips and advice � and designed to equip you with the necessary information to make the smartest hiring decisions and hire the best people onto your team. You may know CareerBuilder� as the nation's largest job board, yet we have evolved to be so much more. We are now the global leader in human capital solutions, helping companies of all sizes leverage technology and data to target, engage and attract current and future employees.

The following are ten key requirements for any effort, system or technology whose purpose is to protect business data and specifically the documents, presentations, spreadsheets, scanned images, multimedia files, etc. that fill file servers and form any enterprise's valued assets. When considering which technology to implement to realize your data management objectives, it is important to gauge the effectiveness of the solution against the ten requirements of data protection. These requirements are: visibility, control, auditing, security, performance, scalability, ease of installation, ease of use, ease of integration and low total cost of ownership. Additionally, any system for controlling access to unstructured data has to provide sufficient automation to make the process continuous and accurate. The Ten Key ReqUiReMenTS Visibility Any solution for unstructured data management and control must provide a clear visual representation of the access settings to the data as they are currently defined in the existing network. This visual must show, in an aggregated and searchable fashion: � All users including their group memberships, Active Directory attributes and data permissions � All folders and sub folders within a file server as well as the Microsoft NTFS permissions to this folder for any user or user group who part of the domain � Filtered views that allow queries based on username, group name or folder/data name � Automated updating of views to reflect changes or new data within Active Directory (i.e.,

Focusing on the customer is not something new. Customer Relationship Management theories embraced in the 1990s hold true today � the operational, collaborative and analytical aspects of the `CRM Ecosystem'1 still need to be adopted and adhered to. However, Customer Experience Marketing (CEM) is a subset of an organization's overall customer experience management strategy and drive to become customer-centric. It is about managing every single part of the interaction and experience a customer has with the organization; from the visual experience of advertising, to the actual experience of interacting with a website, customer support line or physical layout of a branch, even to the standard of the product or service delivered. CEM tackles marketing at a human and emotional level, causing the customer to feel not only connected, but delighted and loyal and able to be a consistent advocate for the brand. This customercentric approach helps create the only true competitive advantage a company can achieve outside the commodity battle involving the features and price of their product or service. There is much evidence to suggest that customers will stop doing business after even one isolated bad experience, and CEM tackles this fragility of customer satisfaction and relationships. John Executive Director, Centre for the Information Based Competition, drives home this focus on customer experience, "70% of the reason we buy anything is based on how we are treated as a person during that experience".

Google was recently listed as the No. 1 most desired employer by young professionals, a result that didn't seem to surprise the company or outside experts. John Sullivan, a management professor at San Francisco State University, says in a Wall Street Journal story that Google has carefully nurtured the image--or employment brand--that is portrayed to the public. That employer brand, he notes, is what helps it attract key talent. Google officials agree. Yolanda Mangolini, director of outreach programs for Google, says in the same story that the company regularly hosts open houses and tech-related discussions in areas where the company is scouting for talent. "It's incredibly powerful and helps them (future talent) imagine themselves at Google," she says. This focus by an employer to promote their brand in their recruiting efforts is not unique to Google. A recent poll of SmartBrief on Workforce readers found: 40.74% of respondents say it's "very important" to promote their brand while recruiting talent, and allocate a major part of their budget to it 23.15% report it's "somewhat important" 36.11% says it's not important to them and they focus on promoting specific job openings Michael T. Denisoff, founder and CEO of the Denisoff Consulting says in a Business Insider story that the employment brand that people perceive--especially when the economy is bad--can influence whether they want to work for that employer.

As businesses strive to become more responsive to market conditions, many are turning to analytic applications that help decision makers evaluate unstructured data. Unstructured data, which includes text-based information stored in corporate communication materials such as emails, Word documents, pdf documents, and spreadsheets, and posts on Internet message boards and social media websites, offers insight into customer opinion, competitive moves, industry news, and the enterprise operations. Armed with information about the world around them, decision makers can respond more quickly and businesses can, therefore, become more agile. Historically, unstructured data was largely ignored because it was difficult to aggregate and analyze. Encouraged by technology advances and a growing body of success stories, however, leading organizations are now harnessing the value of unstructured data. EXECUTIVESUMMARY UNSTRUCTUREDDATADRIVESBUSINESSINSIGHT TOOVALUABLETOBEIGNORED UNSTRUCTUREDTEXTUALDATAISFOUND THROUGHOUTTHECORPORATION BUSINESSINSIGHTLEADSTOBUSINESSAGILITY NEWTECHNOLOGIESCONVERTUNSTRUCTURED DATAINTOINSIGHT ORGANIZATIONSANALYZINGUNSTRUCTUREDDATA Financial Services Firm Empowers Sales Force to Serve Customers Manufacturer Improves Customer Service and Lowers Support Costs Manufacturer Identifies Root Cause of Warranty Issues UNSTRUCTUREDDATAISWITHINREACH ABOUTENDECA 10 10 2 2 3 As businesses strive to become more responsive to market conditions, many are turning to analytic applications that help decision makers evaluate unstructured data. Unstructured data, includes text-based information stored in corporate communication materials such as emails, Word documents, pdf documents, and spreadsheets, and posts on Internet message boards and social media websites, offers insight into customer opinion, competitive moves, industry news, and the enterprise operations.

In good times, trimming operational costs is an ongoing goal. In tough times, it's a necessity. In both good times and bad, recruiting occurs. Growth increases headcount in good times and opportunistic or replacement hiring happens in a slow business cycle. Creative recruiting strategies in tandem with the latest technology developments provide the opportunity to reduce recruiting costs while powering exceptional business results. Strategic recruiting requires identifying and matching people with a given set of skills to a particular job while efficiently allocating sourcing expenditures. Use an eRecruiting system that powers external talent pool management with a candidate relationship database to automate prescreening and candidate matching while communicating with targeted candidates. Candidate relationship management (CRM) can lower sourcing costs by marketing new job opportunities to candidates sourced in the past. By mining the talent pool, each new requisition will not require sourcing a new pool of candidates. Managing and mining the corporate candidate database can reduce sourcing costs per candidate up to 50 percent. Total recruiting process expenses are the combined sum of external costs and internal labor costs. Most organizations can impact recruiting expenses with direct cost savings. While additional savings on indirect costs can be realized from improvement and efficiency gains, there are direct cost savings and benefits readily available in three broad areas: sourcing, assessments, and green recruiting.

Monitoring, measuring and reporting on the financial health of an organisation is a basic need that requires effective tools and processes to optimise the end result. Underpinning this is the requirement for planning capabilities, utilising scenario and what if analysis with simulations and other forward looking capabilities. The new primary research presented in this report shows that most organisations still have much to do. A comparative index across 8 geographies Measuring how well an organisation is performing is a basic need, requiring full visibility of various processes and workflows including the needs and inputs of partners and other stakeholders, as well as an effective means of monitoring and measuring how these variables work to produce an end result. The research behind this report shows that most organisations still have much to do, with disconnects between key steps and a lack of inclusion of essential stakeholders across processes. The overall EPM index for the geographies covered is 5.13 out of a maximum score of 10 There is still much to do in most organisations to ensure that they look at empirical data while creating the capability to extrapolate forwards with tools such as scenario and "what if" analysis, and involving internal and external stakeholders in a given organisation's core management processes A high number of respondents did not see any close alignment or dependencies in the sub-indices making up the EPM index Without a core set of plans that build upon each other, there will be little chance of creating a coherent and effective overall strategy.

Top White Papers

With end of support for Windows Server® 2008 and SQL Server® 2008 looming, it’s time to start thinking about how your mission-critical applications will be impacted.
Making decisions around workload optimization and placement can be tricky. In this whitepaper you’ll learn methodologies and best practices that can help transform your data center into a more optimized and agile future-focused state that leverages both off- and on-premises platforms. We’ll provide our detailed seven-phase methodology surrounding Workload and Platform Alignment to help you:
Gain a clear picture surrounding your organization’s current state.
Learn recommendations for workload optimization, placement, and standardization.
Create a defensible action plan for your future state.
Receive best practices that enterprise IT organizations have used to succeed at their own cloud-related transformation, so you are well-equipped for your upcoming migration.

On-Demand Webinar
Operational analytics are of vital importance to IT organizations today. With complex hybrid infrastructures and dynamic workloads commonplace in many businesses, the ability to monitor important metrics like application performance require a level automation and analysis that can quickly turn data into useful information for your IT team.
For modern analytics-driven organizations, the data generated by your IT operations delivers value beyond the data center. With IT as the backbone of employee and customer experiences, accurate, timely operational data can help grow your business and identify areas of opportunity.
Join eWEEK Market Expert Aaron Goldberg and Ben Newton of Sumo Logic as they explore the way data and analytic can improve your IT operations and much more.

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